Common use of Dispute Settlement Procedures Clause in Contracts

Dispute Settlement Procedures. The objectives of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, except matters relating to the actual or threatened termination of your employment, the parties to the dispute must firstly attempt to resolve the dispute at the workplace level, by: i) you and your supervisor meeting and conferring on the matter; and if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party to appoint, in writing, another person to act on their behalf in relation to resolving the matter at the workplace level; and iii) agreeing to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv) agreeing that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and v) agreeing that during the time when the parties attempt to resolve the matter: - the parties continue to work in accordance with their contract of employment unless you have a reasonable concern about an imminent risk to your health or safety; and - subject to relevant provisions of any state or territory occupational health and safety law, you must not unreasonably fail to comply with a direction by us to perform work, whether at the same workplace or another workplace, that is safe and appropriate for you to perform; and - the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve the dispute.

Dispute Settlement Procedures. The objectives objective of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, except matters relating to the actual or threatened termination of your employment, the parties to the dispute must firstly attempt to resolve the dispute at the workplace level, by: i) you and your supervisor meeting and conferring on the matter; and if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party to appoint, in writing, another person to act on their behalf in relation to resolving the matter at the workplace level; and iii) agreeing to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv) agreeing that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and v) agreeing that during the time when the parties attempt to resolve the matter: - the parties continue to work in accordance with their contract of employment unless you have a reasonable concern about an imminent risk to your health or safety; and - subject to relevant provisions of any state or territory occupational health and safety law, you must not unreasonably fail to comply with a direction by us to perform work, whether at the same workplace or another workplace, that is safe and appropriate for you to perform; and - the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve the dispute.

Dispute Settlement Procedures. The objectives of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, dispute (‘the matter’) except matters relating to the actual or threatened termination of your employmentemployment of the employee, the parties to the dispute must firstly dispute: (a) will attempt to resolve the dispute matter at the workplace level, byincluding, but not limited to: (i) you the employee and your his or her supervisor meeting and conferring on the matter; and and (ii) if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and; ii(b) acknowledging acknowledge the right of either party to appoint, in writing, another person to act on their behalf of the party in relation to resolving the matter at the workplace level; and iii(c) agreeing agree to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv(d) agreeing agree that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and acknowledge the right of either party to appoint in writing, another person to act on behalf of the party in relation to the alternative dispute resolution process; and v(e) agreeing agree that during the time when the parties attempt to resolve the matter: - : (i) the parties continue to work in accordance with their contract of employment unless you have the employee has a reasonable concern about an imminent risk to your his or her health or safety; and - and (ii) subject to relevant provisions of any state or territory occupational health and safety law, you unless the employee has a reasonable concern about an imminent risk to his or her health or safety, the employee must not unreasonably fail to comply with a direction by us his or her employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for you the employee to perform; and - and (iii) the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) . The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve resolving the dispute.

Dispute Settlement Procedures. The objectives of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, dispute (‘the matter’) except matters relating to the actual or threatened termination of your employmentemployment of the employee, the parties to the dispute must firstly dispute: (a) will attempt to resolve the dispute matter at the workplace level, byincluding, but not limited to: i(1) you the employee and your his or her supervisor meeting and conferring on the matter; and and (2) if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and; ii(b) acknowledging acknowledge the right of either party to appoint, in writing, another person to act on their behalf of the party in relation to resolving the matter at the workplace level; and iii(c) agreeing agree to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv(d) agreeing agree that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and acknowledge the right of either party to appoint in writing, another person to act on behalf of the party in relation to the alternative dispute resolution process; and v(e) agreeing agree that during the time when the parties attempt to resolve the matter: - : (i) the parties continue to work in accordance with their contract of employment unless you have the employee has a reasonable concern about an imminent risk to your his or her health or safety; and - and (ii) subject to relevant provisions of any state or territory occupational health and safety law, you unless the employee has a reasonable concern about an imminent risk to his or her health or safety, the employee must not unreasonably fail to comply with a direction by us his or her employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for you the employee to perform; and - and (iii) the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) . The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve resolving the dispute.

Dispute Settlement Procedures. The objectives of Parties to this Agreement shall observe the following agreed procedure is to promote for the prompt resolution of grievances and industrial disputation. The procedure provides The opportunity to deal with the matter as close to the source as possible with graduated steps for further discussion and resolution at higher levels of management. An orderly and just method of reviewing an issue or grievance on its merits. A means of resolving an issue or grievance without disruption to work and without prejudice to a final settlement. It is agreed by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace.all parties that a) In relation the first instance the Employee will refer their problem to any matter that may be in dispute, except matters relating to the actual or threatened termination of your employment, the parties to the dispute must firstly attempt to His/Her Supervisor who shall resolve the dispute at the workplace level, by: i) you and your supervisor meeting and conferring on the matter; and if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party to appoint, in writing, another person to act on their behalf in relation to resolving the matter at the workplace level; and iii) agreeing to allow either party to grievance within 48 hours or refer the matter to mediation or other alternative dispute resolution process the Operations/Warehouse Manager within that 48 hours. b) If not settled at this stage the Employee will refer their problem directly to be conducted by a person agreed between the parties in dispute on Operations/Warehouse Manager. c) If not settled at this stage the matter; iv) agreeing that if either party refers Employee will refer the matter to alternative dispute resolution both parties his/her Union Delegate for further discussion with the Operations/Warehouse Manager. d) If not settled at this stage the Union Delegate will participate in refer the alternative dispute resolution in good faith; andmatter to the Union Official for further discussion with the relevant Company Director. ve) agreeing that during If not settled at this stage, the matter may be referred by either party to the NSW Industrial Relations Commission. Sensible time when limits shall be allowed for completion of the parties attempt various stages of the discussion. At least 7 days and a maximum of 14 days should be allowed for all stages of the discussion to resolve be finalised. Whilst the matter: - above procedures are being followed work shall continue as it was prior to the parties continue dispute. No party shall be prejudiced as to final settlement by the continuance of work in accordance with their contract of employment unless you have this clause. There shall be a reasonable concern about an imminent risk commitment by the parties to your health or safety; and - subject achieve adherence to relevant provisions this procedure. This should be facilitated by the earliest possible advice by one party to the other of any state issue or territory occupational health and safety lawproblem, you must not unreasonably fail which may give rise to comply with a direction by us to perform workgrievance or dispute. Emphasis shall be placed on a negotiated settlement. However, whether at if the same workplace or another workplacenegotiation process is exhausted without the dispute being resolved, that is safe and appropriate for you to perform; and - the parties must cooperate to ensure that may jointly or individually refer the dispute resolution procedures are carried out as quickly as is reasonably possible. b) The parties matter to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the NSW Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve Relations Commission for assistance in resolving the dispute.

Dispute Settlement Procedures. The objectives of Parties to this Agreement shall observe the following agreed procedure is to promote for the prompt resolution of grievances and industrial disputation. The procedure provides the opportunity to deal with the matter as close to the source as possible with graduated steps for further discussion and resolution at higher levels of management. an orderly and just method of reviewing an issue or grievance on its merits. A means of resolving an issue or grievance without disruption to work and without prejudice to a final settlement. It is agreed by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace.all parties that (a) In relation the first instance the Employee will refer their problem to any matter that may be in dispute, except matters relating to the actual or threatened termination of your employment, the parties to the dispute must firstly attempt to His/Her Supervisor who shall resolve the dispute at the workplace level, by: i) you and your supervisor meeting and conferring on the matter; and if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party to appoint, in writing, another person to act on their behalf in relation to resolving the matter at the workplace level; and iii) agreeing to allow either party to grievance within 48 hours or refer the matter to mediation or other alternative dispute resolution process the Operations/Warehouse Manager within that 48 hours. (b) If not settled at this stage the Employee will refer their problem directly to be conducted by a person agreed between the parties in dispute on Operations/Warehouse Manager. (c) If not settled at this stage the matter; iv) agreeing that if either party refers Employee will refer the matter to alternative dispute resolution both parties his/her Union Delegate for further discussion with the Operations/Warehouse Manager. (d) If not settled at this stage the Union Delegate will participate in refer the alternative dispute resolution in good faith; andmatter to the Union Official for further discussion with the relevant Company Director. v(e) agreeing that during If not settled at this stage, the matter may be referred by either party to the NSW Industrial Relations Commission. Sensible time when limits shall be allowed for completion of the parties attempt various stages of the discussion. At least 7 days and a maximum of 14 days should be allowed for all stages of the discussion to resolve be finalised. Whilst the matter: - above procedures are being followed work shall continue as it was prior to the parties continue dispute. No party shall be prejudiced as to final settlement by the continuance of work in accordance with their contract of employment unless you have this clause. There shall be a reasonable concern about an imminent risk commitment by the parties to your health or safety; and - subject achieve adherence to relevant provisions this procedure. This should be facilitated by the earliest possible advice by one party to the other of any state issue or territory occupational health and safety lawproblem, you must not unreasonably fail which may give rise to comply with a direction by us to perform workgrievance or dispute. Emphasis shall be placed on a negotiated settlement. However, whether at if the same workplace or another workplacenegotiation process is exhausted without the dispute being resolved, that is safe and appropriate for you to perform; and - the parties must cooperate to ensure that may jointly or individually refer the dispute resolution procedures are carried out as quickly as is reasonably possible. b) The parties matter to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the NSW Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve Relations Commission for assistance in resolving the dispute.